Swiis has developed a written procedure for considering complaints made by a client and by the temporary worker engaged with Swiis. Swiis believes that its clients, temporary workers and other stakeholders have a fundamental right to have their views heard and to be taken notice of in the development of the service. These views may be in the form of a complaint about the service, constructive ideas for how to improve the service or in the form of a compliment about how a service was delivered. Even a complaint, properly resolved to the satisfaction of all parties, can be a learning experience from which Swiis can improve its practice.
It should be noted that in some cases Swiis will be unable to lead a complaint investigation made by a client, or a complaint made by a patient or service of the client as Swiis does not provide a direct service to the end user and therefore is not able or permitted to access sensitive information held by that client as part of any investigation. If this is the case Swiis will work proactively with the client in support of a client’s investigation and provide all necessary information required and take appropriate action with the temporary worker in the interim period of such investigation.
All complaints and comments contribute to the quality assurance function and provide vital information to inform the future policy, planning and development of the service, as well as identifying the areas of the service which are successful and valued. They help to identify any gaps in service provision and should lead to the development of improved services.
- Swiis will keep a central record of all formally received complaints and compliments and use these to inform practice and service delivery in accordance with ISO 9001 standards.
- Swiis will ensure that written information about its complaints procedures and how to access this is made available to all its stakeholders.
- Swiis will ensure that individuals are aware of their right to comment or complain and are empowered to use this opportunity without fear of reprisal, and will actively encourage comments on the working practices of Swiis.
- Swiis will actively promote clients, temporary workers and other stakeholders access to information about their right to complain, and will provide further information, support and guidance, if requested to do so.
- Swiis apply a two-stage complaint model for the investigation and resolution of complaints;
- Standard investigation: relevant for behavior, timekeeping, attitude or other general concerns
- Formal Investigation: Clinical / safeguarding / medication errors
- All complaints/representations will be taken seriously and dealt with promptly to ensure their resolution and prevent their escalation.
- All complaints will be dealt with in a timely manner and the timescales made known to all complainants.
- Wherever possible there will be opportunity to resolve the matter informally.
- Complainants will be kept informed of the progress of a complaint investigation at all stages and will receive written notification of its outcome.
- All complaints will be monitored and notified to the Director of Operations and any serious complaint regarding a temporary worker’s practice may be notified to the relevant professional body or relevant Barring Scheme. The outcome of all complaints and representations will be regularly evaluated to inform continuous service improvement and development.
Types of Complaint
1. Complaints about a Temporary Worker
A client or end user may make a complaint about any aspect of the temporary worker’s performance or conduct whilst engaged with that client through Swiis. A complaint of this nature will by default be investigated according to Stage 1 however if any such complaint involves a safeguarding concern or clinical concern the complaint will be investigated according to Stage 2.
2. Complaints by a Temporary Worker
A temporary worker may make a complaint about any aspect of the services offered by Swiis or have concerns about any aspect of another temporary workers working practice, a client’s employees working practices or the efficacy of the client’s processes, they have a duty to report their concerns and must be supported by Swiis to do so, with clear processes in place. This may involve a complaint about Swiis’ provision as an employment business, internal staff practices, in the delivery of Swiis’ services to the temporary worker or a complaint from temporary worker that concerns the practices or processes of the end client with whom they are engaged by as a Swiis temporary worker.
3. Anonymous Complaints
If a complaint is received anonymously, the Operations Manager will decide whether the complaint is to be formally investigated, although it is likely that any investigation will be limited by the referrer’s anonymity. All referrers will be encouraged to give their name, however the complaint will be given appropriate consideration (depending on the nature and severity of the complaint), even if the referrer prefers to remain anonymous.
4. Withdrawal of Complaints
Any complainant may choose to withdraw their complaint at any stage of the process if they so wish. A complaint may be withdrawn by informing the Operations Manager, in writing, who will stop the procedure and will then write to the complainant confirming the withdrawal of the complaint.
5. Complaints about the provision of services
A temporary worker or a client may make a complaint about any aspect of the services offered by Swiis.
Complaints Handling Procedures
These procedures do not replace or invalidate safeguarding, whistleblowing, grievance or disciplinary procedures, which can run concurrently with a complaint or other representation. In all matters, safeguarding of children and young people and vulnerable adults must be regarded as the paramount concern and all appropriate policies followed accordingly.
As aforementioned it should be noted that in some cases Swiis will be unable to lead a complaint investigation made by a client, or a complaint made by a patient or service of the client as Swiis does not provide a direct service to the end user and therefore is not able or permitted to access sensitive information held by that client as part of any investigation. If this is the case Swiis will work proactively with the client in support of a client’s investigation and provide all necessary information required and take appropriate action with the temporary worker in the interim period of such investigation.
The Operations Manager for Swiis (UK) Limited is Dale Elliott. The Operations Manager can be contacted on 0333 577 1000 or email@example.com – Rear of 26 to 28 Packhorse Road, Gerrards Cross, Buckinghamshire, SL9 7DA.
All complaints about the Operations Manager will be referred to the Director of Operations. All complaints about the Director of Operations will be referred to the Chief Executive Officer.